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This study aims to analyze the influence of Green Transformational Leadership (GTL) and Green Human Resource Management (GHRM) on Environmental Performance and Green Innovation, as well as the relationship between Green Innovation and Environmental Performance. This study uses a quantitative approach with the partial least squares structural equation modeling (PLS-SEM) analysis method, with Green Innovation as the mediating variable. The study uses primary data collected through questionnaires from 110 employees of PT Induksarana Kemasindo. The results show that GHRM and GTL have a significant role in improving environmental performance and green innovation (Green Innovation) at PT. However, Green Innovation does not function as a significantly mediator between GTL, GHR, and environmental performance. As a practical suggestion, companies need to improve the effectiveness of the GTL by integrating environmental sustainability principles into all aspects of human resource management and creating a work environment that supports Green Innovation. [ABSTRACT FROM AUTHOR]

Organizational commitment and transformational leadership play an important role in organizational success. This study explores the interrelationships between organizational commitment and employee engagement, highlighting their interconnected nature and implications for organizational effectiveness. A conceptual framework approach is used to map the interdependencies between transformational leaders, organizational commitment, and employees. Key findings and models from the selected studies are extracted to identify common themes and gaps. The conceptual framework aims to provide a foundational reference for future empirical studies and will assist practitioners in devising leadership strategies that effectively harness the potential of their workforce. The framework provides a comprehensive understanding of how leadership behaviors influence employees' emotional attachment to the organization and their subsequent engagement in their work roles. [ABSTRACT FROM AUTHOR]

The purpose of this study is to analyze Temporal Leadership, Transformational Leadership, SelfEfficacy, and Psychological Empowerment, as well as to examine the influence of Temporal Leadership and Transformational Leadership on Self-Efficacy, the influence of Self-Efficacy on Psychological Empowerment, and the influence of Temporal Leadership and Transformational Leadership on Psychological Empowerment. The design of this study was carried out by means of hypothesis testing which was used to test the influence of Temporal Leadership and Transformational Leadership on Self-Efficacy and Psychological Empowerment in Generation Z Private Employees in DKI Jakarta. As a result, this study concluded that Generation Z private employees in DKI Jakarta felt the existence of Temporal Leadership and Transformational Leadership in their companies, which affected their Self-Efficacy and Psychological Empowerment. Statistical descriptions show that employees feel comfortable with Temporal Leadership because convenience is the main factor in decision-making, and Transformational Leadership increases confidence, enthusiasm, and creativity at work. [ABSTRACT FROM AUTHOR]

The goal of this study is to investigate if a well-functioning business requires leaders who can effectively motivate and influence those around them. Many leadership models form the foundation for appointing leaders in many organizational domains. For a devoted Muslim, the Prophet Muhammad SAW serves as an ideal leader. The purpose of this qualitative research, conducted using qualitative methods, is to uncover the Prophet Muhammad SAW's leadership attributes in three leadership models: charismatic leadership, transformational leadership, and servant leadership. The results demonstrate how the Prophet Muhammad (PBUH) personified transformational leadership by presenting a visionary view of the future and encouraging his people to attain greatness. It also emphasizes his duty as a servant leader, emphasizing the needs of others, cultivating meaningful relationships, and instilling a sense of community inside the organization. By analyzing the principles implemented by the Prophet Muhammad (PBUH), this research provides valuable insight into the application of his leadership traits in contemporary leadership models, encouraging leaders to emulate the characteristics of his example for the betterment of their organizations and communities. [ABSTRACT FROM AUTHOR]

The business environment is increasingly complicated and competitive so business people must be more responsive. In order to remain relevant, the role of leaders must be maximized in developing and advancing the human resources they have. This is still a problem with the leadership style applied in a business organization. The transformational leadership style is a solution to companies' anxiety in facing an increasingly dynamic and disruptive business environment. This research aims to find out how transformational leadership style can impact job satisfaction. The research method used in this research is a systematic literature review taken from 2018-2023. Transformational leadership is applied more often because it has a high level of satisfaction and has a significant influence on commitment and work performance. Transformational Leadership Style has a positive relationship with job satisfaction. [ABSTRACT FROM AUTHOR]

This research aims to determine and analyze the influence of transformational leadership, motivation, physical work environment and work stress on employee performance at PT. Indonesian Railways (Persero) Daop 1 Jakarta. This research data uses primary data in the form of a questionnaire to 101 employees of PT. Indonesian Railways (Persero) Daop 1 Jakarta. The data analysis technique uses multiple linear regression analysis and uses the SPSS 23 program. The research results show that there is an influence between Transformational Leadership (X1) on Employee Performance (Y). Then there is the influence of the Motivation variable (X2) on Employee Performance (Y). Likewise, for the Physical Work Environment variable (X3) there is an influence on Employee Performance (Y). Then the Job Stress variable (X4) also has an impact on Employee Performance (Y). Partially or simultaneously, it has a strong influence among the four variables, the most significant of which is the Motivation variable. The results of this research hope that companies can improve good leadership styles and a comfortable work environment so that they can support employee performance. [ABSTRACT FROM AUTHOR]

A great leadership is imperative for organization wanted to achieve their goals. Transformational leaders will transform and to realize performance outcomes who is able to motivate, inspires and create a commitment with their followers. This study’s aims to have better understanding the influence of transformational leadership on employee performance, by investigating the mediating role of talent management and intention to stay. The research uses SPSS.25 to correlate between each indicator score with the total construct score to determine. To test the hypothesis and cause and effect depiction’s using AMOS software using Structure Equation Model (SEM) to see both, the direct and undirect correlation between indicators. The sample was 200 public servant working in government agencies located in Jakarta using online surveys with non-contrived setting in cross sectional survey design. The results indicate transformational leadership has a significant positive influence on employee performance as talent management and intention to stay as a mediator. Government agencies are improving their human capital management strategies, as they realize that it leads to increase in productivity, innovation, improved rates of participation which all contribute to society welfare and economy. This study should be able to stress the importance factors of transformational leadership in implementation of talent management, and how intention to stay effects performance of the employee. Transformational leadership has been around over decades, but there is remains a lack of comprehensive studies regarding the influence of talent management and intention to stay and provide different perspective for governments in implementing talent management strategies. [ABSTRACT FROM AUTHOR]

The property industry is one of the significant sectors in the Indonesian economy. This industry plays a role in the provision of residence, place of business, and investment. In an era of increasingly fierce competition, the real estate industry needs to innovate and increase productivity. The purpose of this study is to analyze the impact of transformational leadership style on human capital performance in the real estate industry. This study used quantitative research methods. Data collection techniques in this study are by distributing questionnaires and literature studies. The data collected in this study was then analyzed through the SPSS application. The results of the study indicate that transformational leadership style has a positive and significant effect on human capital performance in the real estate industry. This indicates that the greater the use of transformational leadership styles by real estate leaders, the higher the performance of human capital. Real estate leaders need to implement a transformational leadership style to encourage employees to work harder, creatively, and productively. [ABSTRACT FROM AUTHOR]

The role of leadership is very strategic and important for the achievement of the mission, vision and goals of an organization, is one of the motives that encourage humans to always investigate the intricacies associated with leadership. Transformational leadership basically encourages subordinates to do better Behavior demanded by today's organizations is not only in-role behavior but also extra- role behavior. Extra-role behavior is also called the Organizational itizenship Behavior.OCB is a term used to identify the employee behaviors that can be called a "good employee". If employees in the organization have OCB, efforts to control employee declined, since employees can control their own behavior or being able to choose the best behavior for the benefit of the organization. OCB will enhance transformational leadership because the good nature of OCB will influence the behavior of the leader. There is a significant influence ith the value of P = 0.00 between OCB and transformational leadership. This shows there is an increase in transformational leadership due to OCB behavior. [ABSTRACT FROM AUTHOR]

Performance problems are dynamic problems and will always experience changes, primarily related to developments in science and technology which will affect leadership styles and culture in the organization. Therefore, this research aims to find out the influence of leadership, organizational culture, and work environment on employee performance. The research method used in this study is to use an associative quantitative approach. Primary data in this study were questionnaires distributed to 41 District Office employees, while secondary data was taken from accountability reports and Singkep District reports in figures published by the BPS. The instrument in this study was a questionnaire made with a Likert scale. Then the data were analyzed descriptively and then tested the hypothesis with multiple linear regression and the coefficient of determination. The results of this study indicate that 0.033 <0.05, which means that transformational leadership has an effect on the performance of the sub-district office. Based on the research, the significance value between organizational culture and sub-district office performance is 0.338>0.05, indicating no influence between organizational culture and sub-district office performance. The results showed that the significance value between the work environment and the performance of the District Office was 0.000 <0.05 which indicated that there was an influence between the work environment on the performance of the Singkep District Office. In conclusion, transformational leadership, organizational culture, and work environment jointly influence the performance of Singkep District. [ABSTRACT FROM AUTHOR]

In the midst of the post Covid-19 pandemic, the challenges of the world of education continue to grow. In addition to facing technological advances, teachers also experience various changes in the learning process and learning curriculum. Thus, the involvement of a teacher is needed in order to make learning activities effective. This study aims to identify and analyze strategies and ways to increase employee engagement through strengthening transformational leadership and reward effectiveness in madrasah aliyah. Qualitative research methods are used by researchers with in-depth interview data collection techniques, literature studies and documentation. This research activity was in collaboration with ten teachers of private aliyah madrasahs, five teachers of state aliyah madrasahs, three heads of private aliyah madrasahs and two heads of state aliyah madrasahs. The results of this study show that the head of the madrasah strives to foster teacher engagement through transformational leadership by example, motivating teachers, encouraging the creativity of subordinates and developing harmonious relationships between superiors and subordinates as well as a more humane work environment. This condition is shown through the perspective of the head of the madrasa. This study concludes that growing madrasah teacher engagement is not easy. So it takes strengthening transformational leadership and reward effectiveness to encourage teacher engagement. [ABSTRACT FROM AUTHOR]

This article, published in the International Journal of Social Service & Research, presents the findings of a study on the influence of transformational leadership, intrinsic motivation, and compensation on employee performance at PT. ABC. The study collected data from 125 respondents and used various statistical analyses to examine the relationships between these variables. The results showed that transformational leadership and intrinsic motivation had a significant positive impact on employee performance, while compensation did not. The article suggests recommendations for improving organizational performance based on these findings. The article also provides information on the reliability of the questionnaire items used, as well as the results of various statistical tests conducted. Overall, this study contributes to the existing research on leadership and motivation and highlights the importance of these factors in enhancing employee performance. [Extracted from the article]

The article examines the impact of transformational leadership, human resource quality, and work discipline on employee performance at PT Pegadaian Galeri 24. The study found that all three factors have a positive and significant effect on employee performance. The research suggests that improving these factors can lead to enhanced employee performance. The findings are consistent with previous studies conducted in similar contexts. [Extracted from the article]

This study aims to determine and analyze the effect of Compensation, Transformational Leadership, and Work Environment on Employee Performance at Ojju K-Food Restaurant Jakarta. The data of this study used primary data in the form of a questionnaire to 102 employees of the Ojju K-Food Restaurant Jakarta. Data analysis techniques using multiple linear regression analysis and using the SPSS program. The results of this study indicate that there is an effect of compensation (X1) on employee performance (Y) of 0.332 and has an effect of 33.2%. Then the variable Transformational Leadership (X2) on Employee Performance (Y) is 0.134 and influences 13.4%. Likewise the variable Work Environment variable (X3) on Employee Performance (Y) of 0.403 and has an effect of 40.3%. Then to partially or simultaneously have a strong influence among the three variables, the most significant is the Work Environment variable of 0.000. The results of this study expect the company to be able to improve the work environment to help improve employee performance. [ABSTRACT FROM AUTHOR]

This thesis is the result of a quantitative study that aims to analyze the effect of Transformational Leadership Style, Organizational Culture and Work Motivation on Employee Performance at PT. Happy Idkho Independent. The technique used is to use primary data in the form of questionnaires to 109 employee respondents who work at PT. Bahagia Idkho Mandiri with the Simple Random Sampling method. Based on the results of the Model Feasibility test (F Test), the results of Fcount were 42.905 > Ftable 2.69 with a Sig value of <.001, which is below 0.05. And if seen from the results of the Hypothesis Test (t test) obtained t count (X1) Transformational Leadership Style is 3.288, (X2) Organizational culture is 2.355 and (X3) Work motivation is 5.769 and the Sig value (X1) Transformational Leadership Style is 0.001, (X2) Organizational culture is 0.024 and (X3) Work motivation is <.001 which means all Sign numbers are <0.05. From the results of the evidence above, it can be concluded that the results of the analysis of the Influence of Transformational Leadership Style, Organizational Culture and Work Motivation are proven positive and significant for employee performance at PT. Happy Idkho Independent. [ABSTRACT FROM AUTHOR]

This research is used to determine whether there is transformational leadership, work extrinsic motivation and work discipline on the performance of BPPSDMP employees of the Ministry of Agriculture. By paying attention to the level of control of human resources (HR), an agency is expected to make a major contribution in improving employee performance. This view also uses primary data. The data collection technique used was to use a questionnaire received by distributing questionnaires via google form to 104 employees at the Ministry of Agriculture's BPPSDMP. The information analysis approach used in this review is multiple linear regression evaluation, which is operated through the SPSS 23 application. Based on the results of this study, it shows that the variables of transformational leadership, work extrinsic motivation and work discipline have a significant effect on employee performance. That partially transformational leadership variables have a significant effect on employee performance. That the extrinsic work motivation variable has a dominant effect on employee performance. And the work discipline variable has a significant positive effect on the performance of BPPSDMP employees at the Ministry of Agriculture. [ABSTRACT FROM AUTHOR]

This article examines the relationship between work attachment, transformational leadership, and the performance of functional officials during organizational transitions. The study found that work attachment had a significant positive impact on transformational leadership, which in turn had a significant positive effect on performance. However, work attachment itself did not have a direct positive effect on performance. The article suggests that minor work problems and domestic responsibilities may affect work concentration for some employees. Overall, the findings highlight the importance of effective leadership and employee engagement in enhancing performance during organizational transitions. [Extracted from the article]

This study aims to determine the effect of organizational culture, transformational leadership, organizational support and employee competence on employee innovation, organizational commitment and organizational performance of Village-Owned Enterprises (Badan Usaha Milik Desa) in Bali Province. The study population was 583 employees. Using the Slovin formula with a tolerance of 5%, the number of samples was 273 respondents. Test the model with Generalized Least Square Estimation (GLS), structural equation model analysis (SEM). The test results show that the model (fit) can be seen from the values of GFI, AGFI, TLI, CFI, RMSEA and CMIN / DF, which are 0.928, 0.912, 0.958, 0.967, 0.067 and 0.514 all within the range of expected values so that the model can received. The results showed that: 1). Organizational culture influences innovation, organizational performance, and does not affect organizational commitment. 2). Transformational leadership influences innovation, organizational commitment, and organizational performance. 3). Organizational support influences innovation, organizational commitment, and organizational performance. 4). Competence affects organizational performance, and does not affect organizational commitment. 5). Innovation has no effect on organizational performance. 6). Organizational commitment influences the performance of Village-Owned Enterprises [ABSTRACT FROM AUTHOR]

The combination that is arranged includes human elements, materials, facilities, equipment, and procedures to change student behavior in a positive and better direction with the potential and differences that students have to achieve predetermined learning goals, this is what is meant by learning effectiveness. Learning effectiveness is an important element related to the achievement of educational goals. Religious subjects are learning that has always been a benchmark for behavior and attitudes, it is known that the effectiveness of learning Islamic Religious Education Subjects at Private Vocational Schools in Bogor Regency has not been as expected. Therefore, research is needed to obtain information on variables related to increasing learning effectiveness. The purpose of this study is to conduct strategies and ways to increase learning effectiveness by conducting research on the influence between variables of implementation of cooperative learning models, transformational leadership, and learning motivation. This study uses the path analysis method to determine the influence between the variables studied and the SITOREM method for indicator analysis to obtain strategies and ways to increase learning effectiveness. The results of this study state that learning effectiveness can be increased through strengthening variables that have a positive effect, including transformational leadership, implementation of cooperative learning models, and learning motivation. [ABSTRACT FROM AUTHOR]

This research was conducted with the aim of determining the influence of transformational leadership style and job transfers on employee performance at BPJS Employment. The population in this study is all permanent employees of BPJS Employment, South Sumatra regional office in 2022-2023, totaling 100 employees. In this research, the respondents in this research are all 100 permanent employees at BPJS Employment in 2022-2023 and all of them are the number of respondents in this research using the census technique method. The results of multiple linear analysis show that transformational leadership style and job transfer have a positive and significant effect on employee performance. Transformational leadership style has a dominant influence on employee performance. Transformational leadership style, it is expected that the role of superiors needs to be an evaluation. Superiors are expected to provide enthusiasm and appreciation for employee performance results by giving awards to employees who provide good performance results and achieve achievements. Job transfers, it is hoped that the process for carrying out this rotation will need to be adjusted again. Where, if employees are often given work rotation, employees have to change their work environment and living environment. [ABSTRACT FROM AUTHOR]

Civil Servants (ASN) represent a profession for government employees with work agreements in government institutions. Different government institutions have distinct organizational climates, which present unique challenges for ASN performance in achieving the organization's goals. Typically, employee performance analysis is primarily conducted in private organizations. This research aims to analyze the enhancement of ASN performance through transformational leadership and rewards on job satisfaction. The research method employed is a quantitative approach. Data collection was conducted by distributing questionnaires to 202 respondents. The respondents in this study are ASN employees of the Directorate General of Islamic Education, Ministry of Religious Affairs of the Republic of Indonesia. The results of the reliability test show a coefficient α > 0.60, namely transformational leadership (0.964), reward effectiveness (0.961), and job satisfaction (0.973). The findings indicate a direct positive influence of transformational leadership on job satisfaction. Additionally, there is a direct positive influence of reward effectiveness on job satisfaction. Based on the results of the Scientific Identification Theory to Conduct Operation Research in Education Management (SITOREM), eight indicators need improvement. This research has implications for government institutions in formulating policies for the development of ASN employees as part of the human resources. [ABSTRACT FROM AUTHOR]

Current technological developments are driving digitalization in organization, which is the transformation of business operations using digital tools to provide added value for the organization. It can be challenging for organizations, thus leadership style is important in the transformation process, while routine tasks are expected to be carried out more effectively. In addition to effectiveness, the transformation's outcome is anticipated to enhance overall service quality, with employee job satisfaction playing a role. This research was conducted to measure the relationship between digitalization and transformational leadership on job satisfaction mediated by job autonomy through online survey in which 400 government employees participated, and the results were analyzed using the SEMPLS method. The results showed that there was no direct effect of digitalization on job satisfaction but there is a significant indirect effect through job autonomy. Whereas transformative leadership had both direct and indirect effects on job satisfaction through job autonomy. This research is expected to contribute to organizational change-related research. [ABSTRACT FROM AUTHOR]

This study aims to analyze how organizational citizenship behavior (OCB) is affected by transformational leadership (TL) and competence (CO). The sample of this research is 44 employees at the PT X Units Y. This research uses a multiple regression test. The result showed that transformational leadership (TL) and competence (CO) has a positive significant influence on Organizational Citizenship Behavior (OCB) and also together affect Organizational Citizenship Behavior (OCB). For managerial implications, human competence could be optimized by several programs like reward and recognition programs for inspiring employees PT. X. [ABSTRACT FROM AUTHOR]

Teacher performance is the work achieved by a teacher in carrying out the tasks assigned to him. Transformational leadership is felt to be suitable for influencing teachers to increase work satisfaction and build good teacher work motivation. The purpose of this study was to analyze the direct and indirect effect of the principal's transformational leadership, job satisfaction and work motivation on the performance of SDN teachers in Tanjung Subdistrict, Tabalong Regency. This research is quantitative with cross sectional method and using correlation technique (correlation research). The research population was 218 teachers from 33 schools and 141 respondents were taken as research samples with random sampling technique. Data collection using a questionnaire instrument and data analysis using descriptive analysis, classical assumption test, multiple linear regression analysis and path analysis. The results of this study indicate that the value of the variable regression coefficient is a positive number such as transformational leadership of school principals with a performance of 0.203, job satisfaction of 0.319, job satisfaction with performance of 0.201, transformational leadership of principals with work motivation of 0.399, work motivation with teacher performance of 0.111, transformational leadership of principals with teacher performance satisfaction through job satisfaction of 0.064, transformational leadership of principals with teacher performance through teacher work motivation of 0.044. The conclusion of this study is that there is a significant direct relationship between the principal's transformational leadership, job satisfaction and motivation with teacher performance. There is an indirect relationship of transformational leadership through job satisfaction and work motivation of SDN teachers in Tanjung Subdistrict, Tabalong Regency. [ABSTRACT FROM AUTHOR]

Dalam kepemimpinan transformasional, Seorang leader pendidikan harus dapat menerapkan model kepemimpinannya, Sebab kepemimpinan transformasional tidak saja didasarkan pada kebutuhan akan penghargaan diri, tetapi menumbuhkan kesadaran pada pemimpin untuk berbuat yang terbaik. Kepemimpinan ini berorientasi pada visi perubahan yakni kemampuan pemimpin mencipta, merumuskan, mengkomunikasikan, mensosialisasikan, mentransformasikan, dan mengimplementasikan pemikiran-pemikiran ideal yang berasal dari dirinya atau sebagai hasil interaksi sosial di antara anggota organisasi dan stakeholders yang diyakini sebagai cita-cita organisasi di masa depan yang harus diraih atau diwujudkan melalui komitmen semua personel. untuk penerapan tugas pemimpin transformasional ini harus memperhatikan visi, misi, tujuan, program dan kegiatan sebagai manajer, pendidik dan entrepreneur. Pemimpin berperan meningkatkan segala sumber daya manusia yang ada. dan memiliki wawasan jauh ke depan serta berupaya memperbaiki dan mengembangkan lembaga pendidikan bukan untuk saat ini tapi untuk masa depan. [ABSTRACT FROM AUTHOR]

This study aims to examine and analyze the effect of work motivation, job satisfaction on teacher performance moderated by transformational leadership on private MTs teachers in Batang Regency. The population of this study are private Mts teachers in Batang Regency as many as 216 people, and 140 were taken as a sample using the accidental method. The data used in this study are primary data using a questionnaire as a data collection method and using validity and reliability tests to test the instruments used in the variables studied. Regression analysis in this study uses SPSS (Statistical Package for the Social Sciences) version 20 software. The results of the validity test carried out indicate that the instrument used to measure the variable is valid, and from the reliability test, it shows that the variable item used is reliable. This study proves that work motivation has a negative effect on teacher performance, while job satisfaction and leadership have a positive effect on teacher performance. Transformational leadership is able to moderate the effect of work motivation and job satisfaction on the performance of private MTs teachers in Batang Regency. [ABSTRACT FROM AUTHOR]

The purpose of this research is to examine the discussion of transformational leadership. This review analyzes 6877 articles found and extracted into 646 scientific articles from the Scopus database during the period 2018 - 2022 with bibliometric analysis techniques using VOSviewer software. The results of the analysis have identified the most active and influential co-authorship, co-accurance, and citations in this field. The elaboration and visualization of the origin mapping where keyword analysis will occur conveys developments on the topic of transformational leadership. This literature study can be a source of reference for further research on the topic of transformational leadership and relationships using other key terms. [ABSTRACT FROM AUTHOR]

The purpose of this quantitative study was to determine the effect of Transformational Leadership (TL), Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) with Organizational Commitment (OC) Mediation. ASN Civil servants millennial employees of the Human Resources Development Training and Education Unit of the Ministry of Law and Human Rights are the population in this study. The criteria for respondents using purposive sampling technique. The number of samples used in this study were 100 respondents, using simple random sampling method. Data collection was done by distributing questionnaires. The analysis technique of this research uses Structure Equation Models (SEM) analysis using Partial Least Square (PLS). This study shows that (1) TL has a significant effect on OCB with a path coefficient value of 0.375 with a Tstatistic value of 3.116 > 1.96 (2) QWL has no significant effect on OCB with a path coefficient value of 0.163 with a Tstatistic value of 1.400 < 1.96 (3) TL has an effect significant effect on OC with a path coefficient value of 0.263 with a Tstatistic value of 2.846 > 1.96 (4) QWL has a significant effect on OC with a path coefficient value of 0.462 with a Tstatistic value of 5.506 > 1.96 (5) OC has a significant effect on OCB with a path coefficient value of 0.315 with Tstatistic value 3.765 > 1.96. [ABSTRACT FROM AUTHOR]

In government organizations, demands for quality improvement and the use of information technology in services are unavoidable due to the expansion of globalization. Through improving employee performance during dynamic environmental changes, organizations can make this happen. This study aims to determine and analyze employee performance by looking at the effects of transformational leadership, employee engagement, and employee readiness to change. The respondents of this study were 73 employees at Human Resource Development Agency (BPSDM) Law and Human rights who were selected by the purposive sampling method. The research method used is quantitative with data collection techniques through questionnaires--data analysis using Smart Partial Least Square (PLS) 3.0. The study results conclude that transformational leadership and employee engagement have a positive but not significant effect on employee performance. However, transformational leadership and employee engagement have a positive and significant effect on readiness to change. Readiness to change was found to have a positive and significant effect on employee performance and is a full mediator between the relationship between transformational leadership on employee performance and employee engagement on employee performance. Changes that occur both inside and outside the organization will not have an impact on employee performance if they have equipped themselves with the various competencies needed to carry out their work. [ABSTRACT FROM AUTHOR]